The team recently assisted an estate agents based in Hastings in relation to a dispute over the disclosure of personal data and a complaint made to the Information Commissioner’s Office (ICO).
Thomson Snell & Passmore were instructed by a multi-academy trust to assist in the removal of a trustee who had breached the Nolan principles of governance. They had not only broken the rule of integrity, but had also placed improper pressure on another trustee not to stand in their way of being re-elected.
Nick Hobden was contacted by a metals supplier in Kent. They were looking to get to grips with the amount of contractor suppliers that they had working for the business and whether providing their services though personal service companies (PSCs), would make them liable to scrutiny by HMRC under the new off payroll IR35 tax rules.
Thomson Snell & Passmore were instructed to assist a medical supplies employer who was on the receiving end of an employment tribunal claim for unfair dismissal and age discrimination.
Fair dismissal when after two final written warnings to the employee he would still not conform to expected standards
Thomson Snell & Passmore’s Employment Team led by Nick Hobden acted for a voluntary assisted faith junior school, in Kent.
Thomson Snell & Passmore LLP are delighted to announce a successful defence in the special education needs tribunal (SENT), the first that the firm has acted on.
Dominic Williams recently advised a school trust in relation to grievances and long-standing issues with an employee.
Our employment team is experienced in employment tribunal claims and are capable of assisting at all stages of the tribunal process.
The coronavirus pandemic has impacted on all sectors of the economy. One of those most impacted early on were airlines.
Our client was first informed that there were performance issues at the same time the settlement agreement was presented to them.
Nick Hobden recently advised a commercial client following the suspension of one of their employees who was accused of gross misconduct.
Nick Hobden recently assisted a secondary school in relation to a dispute over the disclosure of personal data.
An employee of an insurance company in London approached the Employment team after receiving a settlement agreement.
Our client was invited to a meeting by his employer and was informed that they were making our client redundant.
Thomson Snell & Passmore assisted part of a multi-academy trust in relation to a data subject access request (DSAR)
The Employment Team at Thomson Snell & Passmore recently assisted part of a multi-academy trust in relation to a data subject access request (DSAR) submitted by a solicitor on behalf of a former student.
Defending a national freight forwarder and logistic solutions provider when a terminated self-employed contractor claimed employee status
The long standing contractor had always worked for our client on a self employed basis. However after his engagement was terminated by our client, the contractor made an employment tribunal claim, arguing that he had employee status and was unfairly dismissed when his contract was terminated.
Thomson Snell & Passmore advise a multi-academy trust in relation to vexatious complaints and claims made by the parents of a pupil
Thomson Snell & Passmore advised an education trust in relation to a series of increasingly vexatious complaints and claims made by the parents of a pupil.
One of our clients, a London based professional services firm, discovered that one of its advisers had been using our client’s confidential information and its systems to conduct business for some clients of the business “on the side” for his own gain.
Nick Hobden was contacted by a disability charity. One of the client’s employees was dismissed following long term sickness absence.
London based academy school who needed advice on handling a grievance from a longstanding employee.
Thomson Snell & Passmore were instructed by a retail and wholesale business that needed advice regarding its managing director’s behaviour.
Advising a headteacher on whether action taken so far could give rise to a claim of procedural fairness
Nick Hobden was contacted by a headteacher of a specialist school when an employee (a speech and language therapist) did not return to work after the Christmas break. The employee gave notice and was signed off as sick by her GP for work-related stress for the duration of her notice period.
Thomson Snell & Passmore were instructed to assist a social care and welfare employer who was on the receiving end of an employment tribunal claim for unfair dismissal and disability discrimination.
We acted for a Multi Academy Trust who has expertise in special educational needs, particularly on the autistic spectrum including Asperger’s. We advised the Trust in relation to a series of increasingly vexatious complaints and claims made by the parents of a pupil.
Our client approached us following their acquisition of an insolvent organisation.
A longstanding client of the firm who is a major provider of care homes for elderly and vulnerable adults approached us after receiving an employment tribunal claim for unfair dismissal and disability discrimination.
Helping an employer resolve a complicated case involving risk of disclosure of confidential information
One of our client’s employees was found, after he handed in his notice, to have been using our client’s confidential information and its systems to conduct business for some clients of the business on side for his own gain.
An employee of our client unsuccessfully applied for a vacancy in January 2016, which would have been a promotion for him. In response he, a long standing employee, raised a number of complaints alleging that over a number of years he and other employees had been denied a promotion and workplace opportunities because of religion.
Our client, a subsidy of a pan-European company, needed to boost profitably. We conducted five managed terminations of senior staff whose performance at work was not conducive to the future success of the company.
We aided our client in responding to a claim by a job applicant that their interview process was discriminatory.
We have aided a leading charity in restructuring their HR and finance departments, alongside streamlining their operation as a whole to meet the challenges they face.
The client, one of the leading mastic asphalt manufactures in the UK, contacted us in relation to a disgruntled senior manager who, through his solicitor, raised a meritless grievance accompanied by an invitation for the client to pay him to leave his employment. In addition to this, he went off sick with stress.
North Kent College provides education to 4,500 students across two main campuses in Dartford and Gravesend. Our employment team has acted for them and advised them on various employment matters.
Our client, Avante Care & Support Limited, are a major regional provider of care homes for elderly and vulnerable adults.
Rural Age Concern Darent Valley (the Charity) is an independent charity providing services for the elderly and disabled people in the southern parishes of Dartford Borough Council and Northern Parishes of Sevenoaks District Council. They work closely with other groups, based in Kent, as well as local, regional and national agencies to represent the interests of the elderly and disabled on various committees and forums.
Fleetdown Community Centre (Fleetdown) is a charity run by a committee of volunteers from members of the local community.
Our employment team have been acting for a large salad and cereals producer since February 2015.
Our employment team have been acting for a leading sandwich manufacturer and distributor since December 2014.
There are times when an employer needs to, and should, take a stand when facing a claim in the employment tribunal and there are times when it makes commercial sense to settle.
Our employment team represented a senior director in relation to the abrupt termination of his employment, successfully assisting him in obtaining funding for High Court proceedings and negotiating a six figure compensation package for him.
There are times when an employer needs to take a stand which is exactly what Berry Gardens Limited the UK's largest berry supplier, with an annual turnover of £193 million did in respect of defending unfair dismissal proceedings issued against it by a former employee which it felt was a ‘try on’.
The employment team recently represented a senior executive against his former employers and assisted him in winning his claim for constructive unfair dismissal and breach of contract in the employment tribunal.
Crowhurst Park, a holiday and leisure park on the outskirts of the historic town of Battle in East Sussex which lets luxury pine lodges and holiday homes on its 120 acre country estate, successfully got claims for constructive unfair dismissal struck out and costs awarded against the employees.
This case study demonstrates the expertise of our Corporate, Commercial, and Employment teams who together advised the shareholders of Proctor Consultancy Limited on the acquisition of Procter by Imparta Limited. The case study is an example of how we can work closely with a client to achieve the intended result, however complex the transaction and however short the timetable is.
Dole Fresh (UK) Limited, a large producer, distributor and seller of fresh fruit and vegetables, successfully defended a direct attack to its business by taking High Court injunctive relief action to protect it and recover its confidential information.
The conduct of an employee in certain circumstances can result in the irretrievable breakdown of the working relationship entitling an employer to terminate the contract of employment.